Synagogues qualify for a 403(b)(9) church retirement plan, which offers three major advantages no standard plan can match: a tax-free housing allowance in retirement for rabbis, cantors, and rabbinical staff, an exemption from costly ERISA requirements, and flexible participation rules.
Are you an employer of a church? Find out why a 403(b)(9) retirement plan may be a better option than a 403(b) plan.
Need help evaluating retirement plans for your church? Here are 11 questions you should ask every plan sponsor you talk to.
403(b)(9) retirement plans are defined contributions plans designed for the specific needs of churches or those with 501(c)(3) church status. This means that there are a few distinctions that make the 403(b)(9) retirement plan ideal for churches.
Are you an employer of a school, university, church, camp, rescue mission, hospital, or a 501(c)(3) charitable organization? If you answered yes, then you may want to consider a 403(b)retirement plan. Here’s why.
Do you know how much your plan fees are costing you? As the plan sponsor, it’s your fiduciary responsibility to make informed decisions about your retirement plan.
Are you a minister? Then you may be eligible for a big tax break. Find out more about the Housing Allowance and if you qualify.
There’s a federal law (called ERISA) that enforces standards for many retirement plans. But does it apply to 403(b) plans? Well, it depends.
Typically, 401(k) plans are used in the for-profit world and 403(b)(9) plans are strictly for churches or those with 501(c)(3) church status. However, there are 401(k) church plans. So which plan is best for your church?
The retirement plan your organization offers is either ERISA or non-ERISA. And as a retirement plan fiduciary, it’s crucial that you know which category your plan is in.